中小企业人力资本与企业绩效关系研究

发布时间：2018-02-22 20:59

本文关键词： 中小企业中小企业板企业人力资本企业绩效　出处：《山东大学》2017年硕士论文　论文类型：学位论文

【摘要】：现代生产体系已由工业经济转向知识经济生产体系,人力资本对企业的核心作用愈加凸显,越来越多的学者将企业人力资本作为人力资本的研究重点。不过国内学者的企业人力资本研究仍然较多集中于大型企业研究,单次研究的人力资本类型也通常局限于某一类人力资本。本文则将研究重点放在中小企业人力资本上,并且将企业人力资本作为一个整体,系统研究了 61家中小企业板上市公司的各种不同类型的人力资本。本文通过对我国中小企业不同类型人力资本对企业绩效的影响的研究,充实了国内企业人力资本实证方面的研究,为人力资本理论的拓展提供了实证支持,同时为中小企业的人力资本管理实践提出一些改进建议,具有一定的理论和应用价值。首先,本文对人力资本、企业人力资本、企业绩效的概念进行了界定,对企业人力资本和企业绩效的度量方法进行了总结并结合本研究的要求选择了合适的度量方法用于对不同变量的度量。其次,笔者对人力资本理论、企业绩效决定因素理论进行了系统的梳理和总结,为本研究的实证部分奠定了良好的理论基础。之后,笔者系统概括了国内外已有的关于企业人力资本与企业绩效关系的实证研究,从实证结论、人力资本度量方法、统计分析方法等角度进行了文献评述,以其研究思路、研究方法和实证结论等为参照进行本文的实证分析。结合已有数据资料和其他材料,笔者在第三章中重点分析了中小企业板上市公司的人力资本现状,包括中小企业板的介绍、其上市公司的人力资本特点总结和中小企业板上市公司的人力资本描述性统计分析。在实证分析部分,笔者根据已有理论和模型提出了本研究的初始模型和假设,介绍了本研究的样本选取和变量度量方法。在此基础上,笔者运用相关性分析和逐步回归分析方法对中小企业不同类型人力资本与企业绩效的关系进行了实证检验。实证结果表明中小企业一般型人力资本、技术型人力资本与企业绩效无显著相关关系,管理型人力资本与企业绩效显著负相关,创新型人力资本与企业绩效显著正相关。最后,根据实证结论、结论分析和我国中小企业的实际情况,笔者提出中小企业进行人力资本管理的相关改进建议,具体包括建立不同类型人力资本转化机制、增强企业软实力以吸引人才、加强创新型人力队伍建设等。
[Abstract]:The modern production system from industrial economy to knowledge economy production system, the core role of human capital to the enterprise more and more prominent, more and more scholars will enterprise human capital as the emphasis of human capital. However, the study of the human capital of domestic scholars is still more focused on large enterprises, single research type of human capital is also generally limited to a class of human capital. This paper will focus on the human capital of small and medium-sized enterprises, and the enterprise human capital as a whole, the various types of human capital system of 61 SME board listed companies. Based on the research of the influence of different types of human capital of China's small and medium enterprises of enterprises the performance, enrich the research on human capital empirical aspects of domestic enterprises, to provide empirical support for the development of human capital theory, at the same time as in Human capital management practices of small enterprises put forward some suggestions for improvement, has certain theoretical and practical value. Firstly, based on human capital, human capital, the concept of enterprise performance is defined, the measurement methods of enterprise human capital and enterprise performance are summarized, and based on the requirements of choosing appropriate measurement methods for the measurement of different variables. Secondly, the author of the theory of human capital, enterprise performance decision arranges and summarizes the theory of factors laid a good theoretical foundation for the empirical part of this study. Then, the author summarizes empirical research about the relationship between corporate human capital and corporate performance at home and abroad. In conclusion, human capital angle measurement method, statistical analysis method of literature review, the research ideas, research methods and empirical conclusions as reference The empirical analysis in this paper. Combining with the existing data and other materials, the author in the third chapter focuses on the analysis of the current situation of human capital in small and medium enterprise board of listed companies, including small and medium-sized enterprises in the introduction, summary of descriptive statistics analysis of human capital human capital characteristics of the listed companies and the SME Board Listed Companies in the empirical analysis. In part, the author puts forward the initial model and hypotheses of this study based on the existing theory and model, introduces the measurement method of this study and sample selection variables. Based on this, the author through correlation analysis and stepwise regression analysis method for small and medium-sized enterprises of different types of human capital and enterprise performance relationship empirically. The empirical results show that the general human capital of small and medium-sized enterprises, there is no significant correlation between the technology human capital and enterprise performance management, human capital and enterprise performance A significant negative correlation, positive correlation of innovative human capital and enterprise performance. Finally, according to the empirical results, conclusions of the analysis and the actual situation of SMEs in China, the author puts forward relevant suggestions for improvement of small and medium-sized enterprises human capital management, including the establishment of different types of human capital transformation mechanism, enhance corporate soft power to attract talent, strengthen the construction of innovative workforce.

【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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